Organizational structure is based on the tasks necessary to accomplish the business's objective. It is primarily based on the workers' roles and the various tasks they are responsible for within the organization (Nene and Pillay, 2019). As a result, they have the power to raise the organisational structure to a higher level or to create a more organised structure that will enable the business to grow while also having a better structure.

Advantages of Organisational structure

· The functional organisational structure, which is based on having employees work in groups while identifying their skills and creating a sense of teamwork for the workers, has the most advantages among the various organisational structure types.

· The divisional structure is based on a leader who is more focused on working with the workers on a single product or service because it is based on a focus on a specific board or service being sold in the market (Chión et al., 2019).

· Flatarchy is a type of organisational structure that is well-known for being quick, cost-effective in decision-making, and effective in communication.

· Similar to the hierarchical structure, the matrix structure has the major benefit of allowing for open communication between the management and the workforce. It also offers a flexible, ideal working environment.

Dis- Advantages of Organisational structure

· The primary drawback of the functional structure is based on improper communication and unhealthy worker competition that can lead to management problems.

· Lack of worker integration and potential tax implications are the divisional structure's two biggest drawbacks (RECTOR 2021).

· Conflict among employees, which can cause confusion among the leadership, is the main drawback of the flatarchy structure (Junsheng 2019).

· For a matrix structure, disadvantages include higher costs than necessary due to providing employees with a flexible work environment, and there are no clearly defined or justified workplace rules that could negatively impact a particular group of employees.

Business functions and responsibilities

There are various business functions, each with a specific purpose that helps the organisation function more effectively. These functions are based on the various departments that each play a specific role in how things should be done.

Human resource

The primary responsibility of human resources is to oversee all aspects of managing the workforce, including staff member needs and training (Dźwigoet al., 2017). Hence human resource is essential for the organization to perform important responsibilities including management, marketing, production and distribution.

Finance and accounting

Finance and accounting are based on the organization's financial operations; they involve documenting, analyzing, summarizing, and reporting transactions to provide an accurate picture of the organization's financial position.

Marketing

Marketing is the primary activity whereby a company's responsibility is to market its products and services to consumers in order to increase sales volume (Nwachukwu and Chladkova, 2019). This activity is based on the marketing department in the company, which uses the marketing mix and other techniques to market the product.

Operations management

Operation management is a business function that relies on the management's responsibility to find the resources needed and use them effectively to produce goods and services while satisfying quality requirements.

Management functions

Planning

Because planning is the foundation of all business activities, such as product manufacturing, staffing requirements, training, and marketing, planning is a key component of business management that requires the participation of the leadership to be evaluated in an efficient manner (Stalph 2020). Planning plays a significant role in organisation.

Organizing

The management function of organising relies on an understanding and development of the organisational structure as well as the allocation of human resources to achieve the goals and objectives of the company (Stverkova and Pohludka, 2018). As a result, the organisational structure's framework is also based on its organization. Given the fact that organisational structure is dependent on the management of its staffs, it is vital for the organisation to have a robust processes and methods which has been integrated with an effective planning of resources.

Leading

In order to have a better organisational structure, there should be charismatic leadership for the employees. When employees can work with confidence and trust in a leader, it will increase productivity and improve the company's reputation in the marketplace.

Role of marketing with business functions for business success

Marketing is crucial to a company's success because it helps to increase sales by luring more clients to a particular line of goods or services.

Because it is crucial to cultivate consumer interest in a specific good or service, because doing so will increase marketing sales volume, demonstrate that the advertisement is working to draw in customers, and because the sales department is prepared to manufacture the necessary number of units to meet demand (Bright and Deegan, 2021).

It is based primarily on marketing to comprehend the business's functions, including marketing and human resource management, before moving on to the sustainability of the enterprise, which is concerned with the growth of the organisational structure.

Taking into account and marketing plays a major role with the collaboration of the business functions to have the major understanding of the needs of the business; it serves as the major face of the company where production and coordination is crucial to present the product and services for the clients. Thus, it is to reach out to the prospects as well, who are potential clients for the business to increase the success of the business.

A company will succeed in terms of having the highest sales and customers' attention when it has a better understanding of both business functions and the market. It then becomes very simple for the company to target audiences with an unlimited volume of prospects.

Role of HR for talent management

Any organisation must have a human resources department, so talent management is carried out to ensure that the workplace has the necessary skilled staff members. When an organisation has skilled staff members on staff, it will be simple to assign specific jobs to workers who can carry them out effectively (Dekkers 2018). Since it is crucial to the function of human resources to pursue better hiring practises and then to provide staff with training so that they can contribute effectively to the growth of the organization.

Without a skilled workforce, no organisation can improve. However, the Human Resource Department plays a crucial role that can determine whether an organisation has better staff members or only loan profiles. If the Human Resource Department is functioning effectively, the organisation will be able to hire employees who are more talented and skilled.

Organizational culture and its impact on business success

Understanding that an organization's culture will have a greater influence on the minds of its employees is crucial for any organisation, as the success or failure of any business entity depends on its organisational culture. When an organisation has an autocratic leadership culture, where employees know they will only be given instructions for specific tasks, the workplace environment will reflect that.

The culture of the organisation will create a workplace where everyone will be busy completing the task instead of putting forth their own effort if they are even forbidden from offering their own opinion about any service or product. Similarly, there won't be any teamwork. Because, the employees' interests weren't being met (Su et al., 2019). However, a leader can create numerous teams and groups, and they will all work together to complete the task at hand. Even they will not be permitted to collaborate while exchanging ideas. Therefore, it is crucial to have a better organisational culture in order to achieve successful business outcomes.

Organizations can anticipate success in the workplace because organisational culture is not dependent on having a charismatic leader who only knows how to run a business. But, also the requirements of the workers at the place of work. At the end of the day, an employee needs to be treated with respect by management and a boss who can comprehend not only their professional needs but also occasionally their personal ones, such as family or financial concerns. Corporations must put their organisational culture into practice in order to deliver a higher level of productivity and satisfaction for both employees and customers.

At work, they don't really make a difference. Delaying in a way that becomes ingrained in an employee's life is an effective leadership tactic because it builds trust in the leader as someone who will understand their concerns and address them. Similar to this, some employees may be reluctant to discuss a different problem at work for fear of being fired from the organization. Therefore, they must have a crucial suggestion for the management they wish to provide for the water, but they are not allowed to do so because they are afraid of the negative reaction they anticipate. Some employees avoid voicing ideas for fear that others will hear them and cause trouble.

References

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Chión, S.J., Charles, V. and Morales, J., 2019. The impact of organisational culture, organisational structure and technological infrastructure on process improvement through knowledge sharing. Business Process Management Journal, 26(6), pp.1443-1472.

Dekkers, R., 2018. Group technology: Amalgamation with design of organisational structures. International Journal of Production Economics, 200, pp.262-277.

Dźwigoł, H., 2017. Organisational structure within the process of or-ganisation management. Adres redakcji 00-099 Warszawa, ul. Canaletta 4, p. 301 tel.(22) 827 80 01, w. 314 faks (22) 827 55 67 e-mail: mir@ pwe. com. pl, (7), p.172.

Junsheng, L., 2019. Organisational structure. In Routledge Handbook of the Belt and Road (pp. 136-141). Routledge.

Nene, S.W. and Pillay, A.S., 2019. An investigation of the impact of organisational structure on organisational performance. Financial Risk and Management Reviews, 5(1), pp.10-24.

Nwachukwu, C. and Chladkova, H., 2019. FIRM RESOURCES, STRATEGIC ANALYSIS CAPABILITY AND STRATEGIC PERFORMANCE: ORGANISATIONAL STRUCTURE AS MODERATOR. International Journal for Quality Research, 13(1).

RECTOR, D., 2021. Organisational Structure.

Stalph, F., 2020. Evolving data teams: Tensions between organisational structure and professional subculture. Big Data & Society, 7(1), p.2053951720919964.

Stverkova, H. and Pohludka, M., 2018. Business organisational structures of global companies: Use of the territorial model to ensure long-term growth. Social Sciences, 7(6), p.98.

Su, Z., Chen, J. and Wang, D., 2019. Organisational structure and managerial innovation: the mediating effect of cross-functional integration. Technology Analysis & Strategic Management, 31(3), pp.253-265.